We believe every community deserves world-class specialty care.

I finished training in vascular surgery at Cleveland Clinic in 2010. My first assignment was in the military in Texas, where I learned most patients cannot reach the specialized care they need. Patients in smaller communities were driving three or four hours for basic preventive care that should be available to them locally.

This is why I serve as CMO at Preferred Solutions, where I practice vascular surgery and help hospital executives build programs that serve their communities.

The work includes matching the right physician to the right community. I vet every placement personally. Cultural fit matters as much as credentials.

Most hospitals spend years trying to recruit specialty physicians before they realize the problem is less about who they are hiring, and more about diagnosing what their patient population needs. We assist in understanding those needs and building systems that fulfill them.

I work in several hospital systems each week; I see what works and what fails hospitals, their staff, and their patients across organizations.

I write our newsletter Preferred Pulse to share what I see across systems and help hospital executives make decisions that work for their patients and teams.

I spent 20+ years in business development before joining Preferred Solutions full-time as President of Medical Services. What started as an advisory role in 2016 became something I could not step back from.

Back then, Dr. Zak Arthurs and Shane Harris saw the hospital staffing issue as a symptom of a bigger problem: hospitals struggling to keep pace with rising patient demand and maintain patient access with the solutions available to them.

If you are navigating workforce challenges and looking to expand patient access, we have spent over 10 years helping hospital leaders implement solutions that achieve both.

I bring a problem solving, growth mindset to helping hospitals meet patient demand and expand patient access, with a perspective that helps me objectively diagnose the need for change and a talented team partnering with each hospital to act on it.

Hospitals partner with us over the long term to implement workforce solutions that strengthen their programs, meet growing community demand, and expand patient access to specialty care.

The traditional locums model has earned its reputation: seats filled fast, cultural fit ignored, and hospitals left managing the fallout. I've spent nearly a decade helping build the alternative: a relationship driven process to design and implement workforce solutions that support sustainable, high-performing programs.
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Hospitals are used to staffing firms that disappear after the contract is signed. At Preferred Solutions, we stay. We've worked with some of our hospital partners for over six years. Same team, same relationships. That continuity is not accidental.

As the Director of Business Operations at Preferred Solutions, my team and I take over once a physician is placed to oversee credentialing, scheduling, and account management. Those first days and months are so critical.

When a physician arrives at a new site, they should feel like permanent staff. The nurses, admin staff, and executives working alongside them should feel relief that they have a trusted teammate, not uncertainty of how long their tenure will last.

When physicians stay, hospitals don't have to restart their search process, and communities get to keep the care they need. I’m proud that we’ve created a process that is designed for cultural fit on top of credentials. It’s thrilling to be part of this change from inside a system that can be quite stubborn. ;)

When the fit is right, everyone from the hospital staff to the patients know it and feel it.

My passion comes from both the promise Preferred Solutions makes towards healthcare systems, and how my team owns that promise after it’s made.

Going from entertainment to healthcare, I realized that directors and doctors are not that far off.

I spent 17 years repping Academy Award-winning directors, reading what they needed, finding the right fit, and making the case for them in rooms they weren't in.

When I moved over to healthcare, I saw the same dynamic: the pressure to fill a seat fast, and the real cost when the fit is wrong.

Physician turnover runs 10–22%. For hospitals hiring straight out of training, 55% are gone within two years. The data shows a matching problem, and hospital executives inherit it when the process stops at placement.

At Preferred Solutions, we guide hospitals in tackling the staffing crisis as a patient need issue, which in turn moves the question from "who can we get fast" to "who belongs in this community long-term.”

Our CMO Dr. Zachary Arthurs vets every physician for culture fit before placement. A physician who fits stays longer, stabilizes the team around them, and gives the hospital a foundation to build on.

I lead business development at PSH. That means building relationships with the executives, diagnosing what their community needs, and getting the right physician into the right opportunity for the long term.